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To clarify the concept of quiet quitting in nursing practice.
Concept analysis using Walker and Avant's concept analysis methodology.
The eight-step method by Walker and Avant guided the concept analysis.
A systematic literature search was conducted in CINAHL, PsycINFO, Scopus and MEDLINE without date restrictions, identifying 36 empirical and theoretical articles published in English.
Quiet quitting in nursing is defined by four key attributes: minimal compliance with job expectations, psychological and emotional detachment, withdrawal of discretionary effort and lingering in role despite dissatisfaction. Antecedents include unhealthy work environments, psychosocial strain (e.g., burnout, moral distress) and individual/demographic influences (e.g., age, coping strategies). Consequences include impaired team dynamics, reduced care quality and organisational decline and increased turnover intentions. Twenty-five studies used validated measurement tools, notably the Quiet Quitting Scale.
Quiet quitting is a subtle form of disengagement distinct from burnout and turnover. It reflects an adaptive coping response to sustained dissatisfaction and unmet expectations. It is both widespread and underrecognized, with implications for healthcare sustainability.
Understanding and addressing quiet quitting is essential for safeguarding professional standards, promoting nurse engagement and ensuring high-quality patient care. Early identification and systemic reforms are critical to mitigating its impact.
This study addresses the emerging challenge of nurse quit quitting. Findings can inform leadership, education and policy development globally, particularly in healthcare settings facing workforce strain, moral distress and retention challenges.
This article adheres to the PRISMA-ScR reporting guidelines.
This study did not include patient or public involvement in its design, conduct, or reporting.
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